Structured Behavioral Interview Quiz! Trivia

S.T.A.R. stands for Situation, Task, Action, Result. This acronym is commonly used in job interviews to structure responses to behavioral questions. It helps the interviewee provide a clear and concise explanation of a past situation, the task they were assigned, the actions they took to address the task, and the results or outcomes achieved. This framework allows the interviewer to assess the candidate's problem-solving skills, decision-making abilities, and the impact of their actions in a specific scenario.

The correct answer is "Tell me about a time when...". Behavioral interview questions are designed to assess a candidate's past behavior and experiences in order to predict their future performance. By asking candidates to provide specific examples of situations they have encountered and how they handled them, interviewers can gain insights into their problem-solving skills, decision-making abilities, and overall fit for the role. This type of question allows the interviewer to assess the candidate's ability to handle real-life situations and provides a more accurate picture of their potential performance in the job.

Behavioral interviewing reduces turnover by increasing the likelihood of hiring "best fit" candidates. This type of interviewing focuses on past behavior and experiences to predict future performance. By assessing candidates' behavior in specific situations, employers can better determine if they possess the necessary skills, competencies, and values required for success in the job. This ensures that the selected candidates are a good match for the organization's culture and job requirements, reducing the chances of turnover due to poor fit or mismatched expectations.

The concept that provides the basis for behavioral interviewing is that past performance is the best predictor of future success. This means that by looking at an individual's past behaviors and actions, we can gain insight into how they are likely to perform in the future. Behavioral interviewing focuses on asking candidates about specific situations they have encountered in the past and how they have responded to them, as this can provide valuable information about their skills, abilities, and potential for success in a similar role.

Behavioral interview questions are designed to assess a candidate's past behavior and experiences in order to predict their future performance in a job. These questions typically ask about specific situations, actions taken, and outcomes achieved. Therefore, the correct answer is "Job-related" because behavioral interview questions are directly related to the job and aim to evaluate a candidate's suitability for the role based on their previous job-related experiences.

Behavioral interview questions are open-ended because they allow the candidate to provide detailed responses and showcase their experiences and abilities. They are specific because they focus on past behavior and ask for specific examples. These questions are often followed by probing questions to gather more information and gain deeper insights into the candidate's skills and qualifications.

The correct answer is 11%. This suggests that a relatively small percentage of new hires fail due to technical incompetence. It implies that the majority of new hires are able to meet the technical requirements of their job.

Behavioral interview questions are designed to elicit specific, authentic, and concrete responses. These types of questions require the interviewee to provide detailed examples from their past experiences, allowing the interviewer to assess their skills, abilities, and behavior in specific situations. The responses should be authentic and genuine, reflecting the interviewee's true character and behavior. Additionally, the answers should be concrete, providing specific details and examples rather than vague or generalized statements.

During a candidate's response, an interviewer should take extensive notes to ensure that they capture all the important information provided by the candidate. This helps in evaluating the candidate's responses accurately and comparing them with other candidates later on. Additionally, asking clarifying and probing questions is important to gain a deeper understanding of the candidate's thoughts, experiences, and skills. It allows the interviewer to gather more detailed information and assess the candidate's suitability for the position.

During a behavioral interview, the interviewer should not talk too much because it is important for them to allow the candidate to speak and provide relevant information. They should also not listen without taking notes as this may lead to forgetting important details later on. Asking a question unrelated to the job in question is not recommended as it does not provide valuable insights into the candidate's abilities and suitability for the role. Similarly, asking leading questions can bias the candidate's responses and hinder the interview process. Lastly, giving the candidate time to think about a response before answering is not something the interviewer should avoid, as it allows the candidate to provide a thoughtful and well-considered answer.

Behavioral interviewing reduces legal exposure by reducing the potential for personal bias to impact hiring decisions and ensuring that only legal questions are asked during job interviews. This approach focuses on gathering specific examples of past behavior to predict future performance, rather than relying on subjective opinions or assumptions. By using standardized questions and evaluation criteria, behavioral interviewing helps to ensure fairness and consistency in the hiring process, minimizing the risk of discrimination or other legal issues.